Real world solutions to a wide variety of HR and organisational
challenges. Just $249 for 2 packed days.
Day One – 9 May ‘07
9:00am Opening Address
9:15am
Tripartite Alliance for Fair Employment Practices
– Plenary Session
MR BOB TAN
Vice President, SNEF / Council Member, SBF
MDM HALIMAH YACOB
Assistant Secretary General, NTUC
The Tripartite Alliance for Fair Employment Practices
(TAFEP) was set up in May 2006 to encourage employers
to adopt fair and responsible employment practices.
HR Summit is honoured to welcome distinguished co-chairpersons
of the Tripartite Alliance for Fair Employment Practices,
Mr Bob Tan, Vice President, SNEF / Council Member,
SBF and Mdm Halimah Yacob, Assistant Secretary General,
NTUC to join in the panel session on Fair Employment
Practices. Together with other Alliance members,
this insightful session and panel forum will discuss
the key issues concerning fair employment practices-
why employers should adopt fair employment practices
and how they can improve their practices.
10:00am
Team Building and Communication – Plenary
Session
EXPLOSIVE MINDS
HR Summit is delighted to be starting off with a
BANG – courtesy of the excellent Explosive
Minds! Prepare to be challenged and awakened in
this interactive session where HR issues will be
explored in a way you’ve never seen before.
Improve your company’s team-building and communications
whilst laughing until you cry as boundaries are
stretched and you are shown how to take corporate
communication to a whole new level.
10:45am –
Coffee Break
11:15am
Talent Management –Strategies That Succeed
JOHN F HANSEN
Director, Asia-Pacific HCM Consulting Solutions,
Oracle Corporation
If you are considering or involved in implementing
processes and strategies to manage talent, updating
the technology and applications that manage your
human capital, and/or more closely aligning human
capital strategies with those of the broader organisation,
this session is for you!
Join this enlightening and informative session as
John outlines the challenges HR practitioners face
as they implement talent management strategies,
and the key decisions and proven approaches that
can make your talent management strategies a reality.
Take advantage of unique insights from his systems
implementor and trusted-advisor perspective, to
leverage and incorporate these learnings into your
own talent management strategies.
Key concepts introduced will be:
• Foundation strategies for talent management
• The talent management roadmap
• Instilling a talent management mindset in
managers and people leaders by delivering talent
management tools and capabilities
12:00pm
How Incentive Programmes Can Attract, Motivate &
Retain Valued Employees
JANET TAN-COLLIS
Chief Executive Officer, East West Executive Travellers
The workshop examines why and how companies use
incentive programmes to motivate executives and
maximise performance.
From a quantitative perspective, it will look at
incentive programme investments and how to ensure
positive returns whilst achieving business objectives.
This is followed by a review of the relationship
between the cost of staff retention versus the cost
of staff replacement.
Delegates attending will also learn of the merits
of an incentive programme through an actual case-study.
1.00
pm
CHRO: Strategist & Steward – The Evolving
Role of The Chief HR Officer
JEFF SCHWARTZ
Principal, Deloitte Consulting, Global Leader Organization
and Change Practice
In the 1980s, companies were focused on maximising
growth and scale, particularly through mergers and
acquisitions. In the 1990s, the big focus areas
were ERP deployment, process standardisation, and
moving work to the Web. But today, it’s Human
Capital-related issues that are grabbing the headlines:
• Workforce demographics and global talent
trends are forcing companies to be more strategic
and analytical about recruiting, engaging, deploying,
and retaining talent
• Corporate scandals and intensifying regulatory
challenges have led to an increased focus on governance,
ethics, culture, and compliance
• Technology innovations are enabling new
ways of working, including virtual teams, flexible
hours, and a geographically distributed workforce
– helping people to be productive whenever
and wherever they happen to be working
• Increasing globalisation is prompting companies
to focus on offshore labour markets to stay competitive
and is requiring the current workforce to adopt
a global mind-set
• Proliferation of outsourcing and offshoring
options for all aspects of business — including
HR — has presented decision-makers with a
dizzying array of strategic alternatives and raised
the importance of vendor management
• Endless pressure to boost profitability
and performance is producing a continuous stream
of improvements and changes that threaten to overwhelm
the workforce
What role does the Chief Human Resources Officer
(CHRO) play in tackling these headline issues? How
can a CHRO work with the CEO, board of directors,
and other business leaders to confront these difficult
challenges — and to help the company achieve
its overall objectives?
The role of the CHRO as an enterprise business leader
is still evolving — but it’s never been
more timely or relevant. In this discussion, we’ll
take an expansive look at a range of challenges
facing today’s CHROs and offer some thoughts
on what it takes to be effective.
1:30pm Lunch
2:45
pm
Leveraging HR Outsourcing and Technology to Increase
Productivity and Service Delivery. Transformation
of HR from Centre of Transactions to Centre of Expertise
K C YAN
Regional HR Director, Freescale Semiconductor
KC Yan is currently the Senior HR Director of Freescale
Semiconductor Inc, Asia-Pacific & Japan. He
has been in the Hi-tech & semiconductor industry
for the last 30+ years in various business and operation
roles and has been in a leadership HR role for the
last 9 years. He was deeply involved in the HR implications
of spinning Freescale from Motorola 3 years ago
and also the recent LBO (Leveraged Buy-Out) of Freescale
by a consortium of private equity firms. FSL has
extensively analyzed the value-add of outsourcing
HR services and functional capabilities, and strategically
chosen its HR outsourcing partners like ACS. This
allows it to focus its core HR talent to better
partner with the business units and focus on talent
and culture management as a HR competitive advantage
factor as well as key differentiator for business
success.
3:30
pm
HR’s Role in Managing Travel Expenses
PETER GORDON
Vice President, Corporate Payment Solutions,
Asia Pacific Region, MasterCard International
Get a better understanding of corporate travel expenses
and how to manage them effectively – whilst
reducing costs. Attend this interactive session
and learn:
• How to identify and implement saving opportunities
• Corporate travel patterns
• Managing policy compliance
• Solving payment and claim issues
4:15pm Coffee Break
4:45pm
Workforce Management the Next Application Revolution?
- An Overview of What WFM Offers and the Benefits
to Organisations and Staff Alike
ERIC SMART
Founder and Chief Executive Officer, SMART
5:30 End
Day Two
– 10 May ‘07
9:00am
Opening
9:15
am
Ensuring Business Success With the Right Human Resources
Processes and Technology
CECILE ALPER-LEROUX
Director, Global Human Capital Management Products,
Lawson Software Asia Pacific Pte Ltd
Human Capital Management initiatives are under constant
pressure to cut costs while attracting, retaining,
and motivating top performers. Human Resources professionals
are under constant pressure to cut costs and do
more with less, so how can HR technology help? Today’s
HR departments need to look at more strategic technology
applications and corresponding business process
changes in order provide real business value to
their organisations. HR has the opportunity to show
that it can truly be a partner in success by maximising
the yield from investments in talent and by employing
the right technology in support of this goal.
10:00am
Strategy Implementation is the Differentiation:
Where the HR Function Can Play a Part
ONG TEONG WAN
Consulting Partner, Singapore Institute of Management
When companies grow, whether organically or by acquisition,
they spawn subsidiaries. They need to gel together
to differentiate as one coherent bigger entity to
compete better as borders get blurred. How does
a group of companies gel together as one united
whole? Besides corporate policies, organisational
structures, business processes and management systems
provide the synergistic bonding. The HR Function
has traditionally been ascribed the role of implementing
corporate human resource policies and procedures.
It has a role in smoothening structure, strengthening
business processes and installing management systems.
10:45
am Coffee Break
11:15
am
Recruitment Process Outsourcing
THERESA FUNG
Head of Sales, Ma Foi Malaysia Sdn. Bhd.
For decades, companies
have outsourced one or two elements of recruiting
or sourcing for specific positions, but the latest
trend now is Recruitment Process Outsourcing (RPO)
which means handing the process itself over to
the provider and, most important, using the provider’s
expertise and scale to re-engineer the process
for greater efficiencies and cost savings.
PRO Companies help organisations
recruit better, faster and more cost-effectively
by focusing on three key elements – managing
the people resources for recruiting and staffing;
managing the technology, especially for reporting
purposes; and, perhaps most importantly, managing
the external vendors. Performance is measured
against 4 key metrics – customers’
satisfaction, speed, quality and value for money.
RPO is now the newest and
fastest growing segment in HRO.
12:00pm
Lunch
1:15pm
Protecting your Human Capital - Managing Your Medical
Risk
DR JEFFERY STAPLES
Medical Director, Consulting Services in Asia, International
SOS
With the strong economic outlook and the lowest
unemployment rate in Singapore since SARS, recruiting,
protecting and retaining the right human capital
is more important than ever. Recruiting the right
staff means ensuring that the people you hire are
medically fit for the job and the location they
are hired for. Protecting your staff includes providing
a safe and appropriate work environment by reducing
the threats and increasing your employees’
awareness, both at home and while travelling. Lastly,
medical care and benefits are critical to employee
morale and retention, which is the key to continual
success. Learn the merits of a two-pronged approach
to managing your company’s health risk: employee-based
risk reduction measures and site-based risk reduction
measures. Find out how to apply this approach to
protect your human capital.
2:00pm
Benchmarking – Employee Satisfaction
DR BRENT RUGE
Managing Director, ISR
Brent Ruge from ISR will share insights as to how
benchmarking surveys and research can enhance employee
satisfaction and increase talent retention. Includes
a full case-study detailing how HR can implement
benchmarking strategies to be at their most effective.
2:45pm
Coffee Break
3:15pm
Talent Retention – The MICE Way
VAN ON NGUYEN
Assistant Director Of Sales (Corporate, MICE &
Banqueting), Sentosa Leisure Group
With HR’s increasing demand for MICE services,
many in the industry have been busy designing programmes
tailored to HR’s needs and requirements –
particularly with programmes to enhance talent retention.
In simple terms, MICE is no longer just about meetings
and incentives. In this informative session Van
On from Sentosa Leisure Group will share how HR
and business professionals can maximise their MICE
budgets for maximum returns.
3:45
pm
HR Challenges Panel
(Panel debate & discussion)
Join some of Asia’s leading HR experts in
this panel discussion dedicated to offering solutions
to your burning issues, questions and challenges.
With the collective experience of Asia’s
top HR consultancies at hand – this session
aims to provide ‘take home’ strategies
for all who attend.
4:30pm
Paradigm Shift in Human Resource Management
LEE CHEOK YEW
President, Executive Council, Marketing Institute
of Singapore
Technology as one of the key drivers of globalisation
has brought about the evolution of marketing in
the past decade. It has accelerated the growth of
digital marketing and also brought about new dimension
in traditional marketing. How can a company bring
itself to the next level of competency to build
new market space effectively and efficiently in
the next digital generation?
• Paradigm shift in human capital acquisition
and development
• Build a marketing culture in the organisation
across all roles and at every level
9:15am
10:00am
11:15am
12:00pm
1.00
pm
2:45
pm 
3:30
pm 
4:45pm
9:15
am 
10:00am
11:15
am
1:15pm
2:00pm
3:15pm
4:30pm